The California Community Colleges Economic and Workforce Development program (EWD) invests in the skills of California’s workforce – now and in the future – through highly specialized industry training, technical consulting and business development.
The document discusses the Strong Workforce Task Force, which was created to recommend policies and practices to: 1) prepare students for high-value jobs that exist in California, 2) attract high-value jobs to California regions, 3) create jobs through workforce training, and 4) finance initiatives through state and federal resources. The task force aims to increase economic competitiveness by providing skills training that matches employer needs. It notes California will need 1 million more individuals with certificates or degrees by 2025 to meet job demand, and that "some college" is becoming the new minimum entry requirement for many jobs.
The Afghanistan Technical Vocational Institute (ATVI) is requesting funding from the Afghanistan Second Skill Development Project (ASDP-II) to continue its technical and vocational training programs. ATVI has graduated nearly 4,000 students since 2007, with an employment rate between 68-70%. With ASDP-II funding, ATVI plans to expand its academic programs, upgrade facilities, improve quality assurance systems, and increase the number of students served to over 1,400 by 2017. The funding would allow ATVI to better prepare graduates for jobs in priority sectors and further develop as a leading technical and vocational education provider in Afghanistan.
News release describing a job shadow event held at AT&T offices in Akron, Ohio on Wednesday, March 28, 2012 which marked the AT&T/Junior Achievement Job Shadow Initiative reaching 100,000 students nationally as part of the AT&T Aspire program.
New trends in human resources and talent management are emerging as the world shifts from an industrial/information age to one dominated by human talent. In this new era, access to talent will be the main differentiator for employers as they seek out skilled employees. Additionally, technology is reducing borders and enabling more migration of workers between jobs and locations. Employers will need to adopt flexible, transparent approaches to attract and develop talent from around the world.
Further education (FE) is any education after secondary education that’s not part of higher education (not taken as an undergraduate or graduate degree).
If you’re a bit bewildered by it all, you are not alone!
It can be difficult to understand how things fit together.
This guide is your starting point
Youth unemployment has lifelong negative effects as it delays career development and reduces future earning potential and job stability. While academic achievement is still important, employers also seek soft skills and experience when hiring. Governments and businesses should focus on improving access to work experience for youth through initiatives like hiring, training, mentoring programs, and promoting vocational education which faces stigma but high demand in many fields. Vocational programs can inspire students by emphasizing career paths, entrepreneurship opportunities, and potential for future academic pursuits in technical fields.
The document provides information about a webinar on American Apprenticeship grants from the U.S. Department of Labor. It introduces the presenters and discusses the $100 million in grant funds available through the American Apprenticeship Initiative. The grants aim to promote the expansion of quality apprenticeship programs, with a focus on partnerships between employers, labor organizations, education providers, and others. The document reviews eligibility requirements, allowable grant activities, targeted industries, and the application and review process.
The document proposes a solution called Employability Enhancement Bonds (EEBs) and an online platform called KarmaNet to address India's high unemployment rate by improving skills training. EEBs would allow the government to raise private funds for skills programs run by third parties. Returns for investors and payments to training providers would depend on programs meeting employment targets. KarmaNet would connect unemployed youth with training opportunities and employers' skill needs. This outcomes-based approach aims to increase accountability and ensure funds only support effective training programs.
The document discusses the Strong Workforce Task Force, which was created to recommend policies and practices to: 1) prepare students for high-value jobs that exist in California, 2) attract high-value jobs to California regions, 3) create jobs through workforce training, and 4) finance initiatives through state and federal resources. The task force aims to increase economic competitiveness by providing skills training that matches employer needs. It notes California will need 1 million more individuals with certificates or degrees by 2025 to meet job demand, and that "some college" is becoming the new minimum entry requirement for many jobs.
The Afghanistan Technical Vocational Institute (ATVI) is requesting funding from the Afghanistan Second Skill Development Project (ASDP-II) to continue its technical and vocational training programs. ATVI has graduated nearly 4,000 students since 2007, with an employment rate between 68-70%. With ASDP-II funding, ATVI plans to expand its academic programs, upgrade facilities, improve quality assurance systems, and increase the number of students served to over 1,400 by 2017. The funding would allow ATVI to better prepare graduates for jobs in priority sectors and further develop as a leading technical and vocational education provider in Afghanistan.
News release describing a job shadow event held at AT&T offices in Akron, Ohio on Wednesday, March 28, 2012 which marked the AT&T/Junior Achievement Job Shadow Initiative reaching 100,000 students nationally as part of the AT&T Aspire program.
New trends in human resources and talent management are emerging as the world shifts from an industrial/information age to one dominated by human talent. In this new era, access to talent will be the main differentiator for employers as they seek out skilled employees. Additionally, technology is reducing borders and enabling more migration of workers between jobs and locations. Employers will need to adopt flexible, transparent approaches to attract and develop talent from around the world.
Further education (FE) is any education after secondary education that’s not part of higher education (not taken as an undergraduate or graduate degree).
If you’re a bit bewildered by it all, you are not alone!
It can be difficult to understand how things fit together.
This guide is your starting point
Youth unemployment has lifelong negative effects as it delays career development and reduces future earning potential and job stability. While academic achievement is still important, employers also seek soft skills and experience when hiring. Governments and businesses should focus on improving access to work experience for youth through initiatives like hiring, training, mentoring programs, and promoting vocational education which faces stigma but high demand in many fields. Vocational programs can inspire students by emphasizing career paths, entrepreneurship opportunities, and potential for future academic pursuits in technical fields.
The document provides information about a webinar on American Apprenticeship grants from the U.S. Department of Labor. It introduces the presenters and discusses the $100 million in grant funds available through the American Apprenticeship Initiative. The grants aim to promote the expansion of quality apprenticeship programs, with a focus on partnerships between employers, labor organizations, education providers, and others. The document reviews eligibility requirements, allowable grant activities, targeted industries, and the application and review process.
The document proposes a solution called Employability Enhancement Bonds (EEBs) and an online platform called KarmaNet to address India's high unemployment rate by improving skills training. EEBs would allow the government to raise private funds for skills programs run by third parties. Returns for investors and payments to training providers would depend on programs meeting employment targets. KarmaNet would connect unemployed youth with training opportunities and employers' skill needs. This outcomes-based approach aims to increase accountability and ensure funds only support effective training programs.
The Experience of malaysia through the Human Resources Development FundOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Economic Cost-Benefit Assessment of Int'l Educational ProgramMark Chesney
The document summarizes a cost-benefit analysis of a proposed higher education project in Mauritius. The project aims to increase enrollment in graduate programs to produce more skilled workers and revive the country's competitiveness. An economic analysis finds that engineering and MBA degrees would provide positive net present value to society through increased wages, while PhDs would incur more costs than benefits. A financial analysis also finds the project viable due to incremental income benefits outweighing costs. However, a sensitivity analysis shows the project's net present value could become negative under different scenarios. In conclusion, the analysis properly accounts for costs, benefits, and uncertainties, but could have discussed broader economic impacts in more detail.
This document provides an overview of Industries Education and Training Institute (IETI), a training organization in South Africa. IETI's mission is to develop skills and promote independence through education and training. It offers accredited skills training programs across South Africa, focusing on upskilling employed and unemployed individuals. IETI's training covers a range of industries and aims to provide marketable skills to enhance trainees' employment prospects and incomes. It works closely with government, businesses and communities to identify training needs and opportunities.
The Asian Apprenticeship Awards took place on the 10th November 2016 at the Holiday Inn Birmingham City Centre. The aim of the awards was to celebrate and showcase the best of British Asian Apprentices and the people that employ and train them. In doing this, we hope that we will encourage more young British Asians to consider apprenticeships and more employers to provide opportunities to benefit from the skills that apprentices bring. Apprenticeships provide value for individuals, businesses and the economy. There is a universal commitment in the UK of being able to extend opportunities for everyone regardless of their race, gender or religion. In this respect, a number of government targets have been placed to improve the labour market chances for all. These include increasing the quantity of apprenticeships taken on by young people deriving from BME backgrounds by 20% and also increasing BME employment by another 20%, by the year 2020. The Asian Apprenticeship Awards are all about doing something practical to make a positive difference. We believe at least in a small way that we have made a difference and will continue to do so by highlighting, recognising and celebrating apprenticeship success both with individuals, employers and learning providers that support them. We all recognise that for the success of businesses and therefore the economy and the country as a whole, we have to be able to draw upon a skilled and motivated workforce. It is also clear that our apprentices are vital to providing these skills. However, there are not enough of them and especially not enough from the British Asian communities. So the challenge for us is how to address this issue. Our aspiration is that the Asian Apprenticeship Awards will make an important contribution by raising awareness, celebrating success and inspiring others.
This document discusses the role of accreditation agencies in overseeing public financing of tertiary education. It notes that while agencies can act as gatekeepers, solely focusing on institutional needs and inputs is not enough. To be effective, agencies need a national strategic approach involving employers, government and institutions to understand future labor demands, track skills gaps, and incentivize outcomes aligned with national development priorities through metrics, transparency of decisions, and income-contingent student repayments. This may require a centralized national higher education commission or board to coordinate sector-specific accreditation, institutional auditing and oversight of all publicly-funded institutions.
HRDF is a Saudi organization that aims to increase employment of Saudi nationals through various programs and services for employers. It supports employers from pre-employment through post-employment, including candidate placement, skills training, financial subsidies, on-the-job training, certification, and initiatives to increase employment tenure. HRDF has partnered with organizations to provide training and works with over 21,000 employers across Saudi Arabia to help them increase their Saudi national workforce.
This document provides a summary of the top 10 careers in Pakistan according to the text. It discusses careers in fields such as business administration, the medical field, textile and fashion design, engineering, accounting, the airline industry, computer science, teaching, the military, and media/journalism. For each career, it provides brief details on the types of jobs and opportunities available. It also lists the highest paying jobs such as CEO, surgeon, marketing manager, financial manager, software engineer, and others; and provides salary ranges for each. Overall, the document outlines a variety of in-demand career paths and opportunities for students in Pakistan.
The BAME Apprenticeship Awards aims to showcase the range of talent and hard work within the BAME communities which will be made possible with the contribution of employers and learning providers who share these beliefs.
This document discusses strategies to increase employability of youth in India. It provides statistics showing high unemployment rates among youth and those with higher education. The document proposes several approaches:
1. Improving recruitment practices through internships, training programs, and making promotions based on performance rather than connections.
2. Establishing a professional education and training council to provide short-term vocational courses through local institutions.
3. Increasing specialization in higher education so students can choose a job-oriented or research track based on their goals.
The document includes analyses of implementing these approaches, estimating costs and targets over a 6-year period. It finds the strategies could potentially train over 3.5 crore youth
The private engineering colleges and business schools in India are facing financial difficulties due to overcapacity and modest enrollment rates. Students primarily enroll in professional degrees for job opportunities, but as economic growth has slowed, job creation is also lower. To be successful, educational institutes must focus on creating industry-ready professionals by deeply engaging with companies to understand their needs and provide students with skills that address companies' pain points. This approach will improve placements for students and make it easier for alumni to find jobs after graduation. It will also benefit companies by providing them better-trained resources to grow their businesses and the economy. Institutes should develop targeted skills programs with 50 companies each to place 3-5 students per year to build long-term industry relationships and
The Future of Work: Preparing for DisruptionTrudi Smit
This assignment forms part of a MOOC on the future of work offered by the World Bank. The author is a development economist in South Africa who works researching skills and enterprise development, primarily for Sector Education and Training Authorities. Through the MOOC, the author learned about factors changing the nature of work, new required skillsets, measures of human capital like the Human Capital Index, and appropriate policy responses. The author's work is directly related to developing human capital by researching sector trends, skills needs, and the impact of learning programs. To address changing work, the author believes South Africa must focus on early childhood development, lifelong learning, social security, and reskilling displaced workers for jobs not automatable.
The Future of Skills Support Presentationstevemartin75
This document outlines the UK government's new skills strategy to link public funding of skills training to economic growth. It aims to prioritize funding and resources for sectors offering high employment and new industries. The strategy seeks to simplify the skills system, give more autonomy to high-performing colleges, and introduce skills accounts to give learners more choice over their training. Overall, the strategy emphasizes targeting skills funding to strategic economic priorities.
The Parliamentary Information Office of the Parliamentary Yearbook has been monitoring progress in Government policy relating to higher education for a major feature apprenticeships and further education in the next edition
The document outlines South Africa's need for a skills development strategy to address high unemployment, poverty, and a large youth population entering the job market each year. It proposes a strategy to support job growth in the formal sector, SME sector, and development sector through various skills initiatives. Key elements of the strategy include using the levy/grant system to incentivize employer training, developing sector skills plans aligned with economic growth strategies, and providing funding through the National Skills Fund for learnerships, skills programs, and other skills initiatives. The strategy aims to improve productivity and competitiveness, address equity issues, and support lifelong learning through nationally accredited skills qualifications.
Engaging Employers in TVET in SouthEast AsiaOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Engaging employers in skills development and utilisation at the local levelOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
IAMOT2009 UCFBIP Entrepreneurship Ecosystem case study-ed01Tarek Salah
The document provides an overview of the University of Central Florida (UCF) Business Incubation Program (UCFBIP) and its entrepreneurship ecosystem. The UCFBIP has 5 incubation locations that support over 100 companies. It works with various partners like the UCF Office of Research and Commercialization, Venture Lab, Disney Entrepreneur Center, and others to provide services to startup companies. The program has helped companies generate over $500 million in annual revenue and 900 new jobs. The entrepreneurship ecosystem interactions and the components of the national innovation system that support technology commercialization and business incubation are also discussed.
5 key insights on how Californians are redefining arts participation, based on research provided by NORC's The Cultural Lives of Californians Report. View complete research at irvine.org/CAculturallives
This document discusses integrating walking into work meetings and daily routines. It notes that sitting for long periods is unhealthy and walking can increase creativity and problem solving. Some suggestions include replacing stationary meetings with walking meetings, taking walking breaks during the day, and incorporating walking into conferences. Tips are provided for planning and facilitating productive walking meetings, such as choosing outdoor settings when possible and planning routes with stopping points. Tracking steps with a wearable device can help encourage walking more at work.
Growing Jobs & Supporting California BusinessesCCCEWD
The document summarizes the top 10 business challenges for 2012 according to a Protiviti report, including challenges around customer loyalty, supply chain risks, privacy/security issues, and talent retention. It then discusses how the California Community Colleges Economic and Workforce Development (EWD) program helps businesses and workers address these challenges through specialized industry training. An independent study found that EWD training increases worker wages by $2,000 annually on average and leads companies to hire 1.4 more workers, amounting to a positive return on taxpayer investment in the program.
The Experience of malaysia through the Human Resources Development FundOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Economic Cost-Benefit Assessment of Int'l Educational ProgramMark Chesney
The document summarizes a cost-benefit analysis of a proposed higher education project in Mauritius. The project aims to increase enrollment in graduate programs to produce more skilled workers and revive the country's competitiveness. An economic analysis finds that engineering and MBA degrees would provide positive net present value to society through increased wages, while PhDs would incur more costs than benefits. A financial analysis also finds the project viable due to incremental income benefits outweighing costs. However, a sensitivity analysis shows the project's net present value could become negative under different scenarios. In conclusion, the analysis properly accounts for costs, benefits, and uncertainties, but could have discussed broader economic impacts in more detail.
This document provides an overview of Industries Education and Training Institute (IETI), a training organization in South Africa. IETI's mission is to develop skills and promote independence through education and training. It offers accredited skills training programs across South Africa, focusing on upskilling employed and unemployed individuals. IETI's training covers a range of industries and aims to provide marketable skills to enhance trainees' employment prospects and incomes. It works closely with government, businesses and communities to identify training needs and opportunities.
The Asian Apprenticeship Awards took place on the 10th November 2016 at the Holiday Inn Birmingham City Centre. The aim of the awards was to celebrate and showcase the best of British Asian Apprentices and the people that employ and train them. In doing this, we hope that we will encourage more young British Asians to consider apprenticeships and more employers to provide opportunities to benefit from the skills that apprentices bring. Apprenticeships provide value for individuals, businesses and the economy. There is a universal commitment in the UK of being able to extend opportunities for everyone regardless of their race, gender or religion. In this respect, a number of government targets have been placed to improve the labour market chances for all. These include increasing the quantity of apprenticeships taken on by young people deriving from BME backgrounds by 20% and also increasing BME employment by another 20%, by the year 2020. The Asian Apprenticeship Awards are all about doing something practical to make a positive difference. We believe at least in a small way that we have made a difference and will continue to do so by highlighting, recognising and celebrating apprenticeship success both with individuals, employers and learning providers that support them. We all recognise that for the success of businesses and therefore the economy and the country as a whole, we have to be able to draw upon a skilled and motivated workforce. It is also clear that our apprentices are vital to providing these skills. However, there are not enough of them and especially not enough from the British Asian communities. So the challenge for us is how to address this issue. Our aspiration is that the Asian Apprenticeship Awards will make an important contribution by raising awareness, celebrating success and inspiring others.
This document discusses the role of accreditation agencies in overseeing public financing of tertiary education. It notes that while agencies can act as gatekeepers, solely focusing on institutional needs and inputs is not enough. To be effective, agencies need a national strategic approach involving employers, government and institutions to understand future labor demands, track skills gaps, and incentivize outcomes aligned with national development priorities through metrics, transparency of decisions, and income-contingent student repayments. This may require a centralized national higher education commission or board to coordinate sector-specific accreditation, institutional auditing and oversight of all publicly-funded institutions.
HRDF is a Saudi organization that aims to increase employment of Saudi nationals through various programs and services for employers. It supports employers from pre-employment through post-employment, including candidate placement, skills training, financial subsidies, on-the-job training, certification, and initiatives to increase employment tenure. HRDF has partnered with organizations to provide training and works with over 21,000 employers across Saudi Arabia to help them increase their Saudi national workforce.
This document provides a summary of the top 10 careers in Pakistan according to the text. It discusses careers in fields such as business administration, the medical field, textile and fashion design, engineering, accounting, the airline industry, computer science, teaching, the military, and media/journalism. For each career, it provides brief details on the types of jobs and opportunities available. It also lists the highest paying jobs such as CEO, surgeon, marketing manager, financial manager, software engineer, and others; and provides salary ranges for each. Overall, the document outlines a variety of in-demand career paths and opportunities for students in Pakistan.
The BAME Apprenticeship Awards aims to showcase the range of talent and hard work within the BAME communities which will be made possible with the contribution of employers and learning providers who share these beliefs.
This document discusses strategies to increase employability of youth in India. It provides statistics showing high unemployment rates among youth and those with higher education. The document proposes several approaches:
1. Improving recruitment practices through internships, training programs, and making promotions based on performance rather than connections.
2. Establishing a professional education and training council to provide short-term vocational courses through local institutions.
3. Increasing specialization in higher education so students can choose a job-oriented or research track based on their goals.
The document includes analyses of implementing these approaches, estimating costs and targets over a 6-year period. It finds the strategies could potentially train over 3.5 crore youth
The private engineering colleges and business schools in India are facing financial difficulties due to overcapacity and modest enrollment rates. Students primarily enroll in professional degrees for job opportunities, but as economic growth has slowed, job creation is also lower. To be successful, educational institutes must focus on creating industry-ready professionals by deeply engaging with companies to understand their needs and provide students with skills that address companies' pain points. This approach will improve placements for students and make it easier for alumni to find jobs after graduation. It will also benefit companies by providing them better-trained resources to grow their businesses and the economy. Institutes should develop targeted skills programs with 50 companies each to place 3-5 students per year to build long-term industry relationships and
The Future of Work: Preparing for DisruptionTrudi Smit
This assignment forms part of a MOOC on the future of work offered by the World Bank. The author is a development economist in South Africa who works researching skills and enterprise development, primarily for Sector Education and Training Authorities. Through the MOOC, the author learned about factors changing the nature of work, new required skillsets, measures of human capital like the Human Capital Index, and appropriate policy responses. The author's work is directly related to developing human capital by researching sector trends, skills needs, and the impact of learning programs. To address changing work, the author believes South Africa must focus on early childhood development, lifelong learning, social security, and reskilling displaced workers for jobs not automatable.
The Future of Skills Support Presentationstevemartin75
This document outlines the UK government's new skills strategy to link public funding of skills training to economic growth. It aims to prioritize funding and resources for sectors offering high employment and new industries. The strategy seeks to simplify the skills system, give more autonomy to high-performing colleges, and introduce skills accounts to give learners more choice over their training. Overall, the strategy emphasizes targeting skills funding to strategic economic priorities.
The Parliamentary Information Office of the Parliamentary Yearbook has been monitoring progress in Government policy relating to higher education for a major feature apprenticeships and further education in the next edition
The document outlines South Africa's need for a skills development strategy to address high unemployment, poverty, and a large youth population entering the job market each year. It proposes a strategy to support job growth in the formal sector, SME sector, and development sector through various skills initiatives. Key elements of the strategy include using the levy/grant system to incentivize employer training, developing sector skills plans aligned with economic growth strategies, and providing funding through the National Skills Fund for learnerships, skills programs, and other skills initiatives. The strategy aims to improve productivity and competitiveness, address equity issues, and support lifelong learning through nationally accredited skills qualifications.
Engaging Employers in TVET in SouthEast AsiaOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Engaging employers in skills development and utilisation at the local levelOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
IAMOT2009 UCFBIP Entrepreneurship Ecosystem case study-ed01Tarek Salah
The document provides an overview of the University of Central Florida (UCF) Business Incubation Program (UCFBIP) and its entrepreneurship ecosystem. The UCFBIP has 5 incubation locations that support over 100 companies. It works with various partners like the UCF Office of Research and Commercialization, Venture Lab, Disney Entrepreneur Center, and others to provide services to startup companies. The program has helped companies generate over $500 million in annual revenue and 900 new jobs. The entrepreneurship ecosystem interactions and the components of the national innovation system that support technology commercialization and business incubation are also discussed.
5 key insights on how Californians are redefining arts participation, based on research provided by NORC's The Cultural Lives of Californians Report. View complete research at irvine.org/CAculturallives
This document discusses integrating walking into work meetings and daily routines. It notes that sitting for long periods is unhealthy and walking can increase creativity and problem solving. Some suggestions include replacing stationary meetings with walking meetings, taking walking breaks during the day, and incorporating walking into conferences. Tips are provided for planning and facilitating productive walking meetings, such as choosing outdoor settings when possible and planning routes with stopping points. Tracking steps with a wearable device can help encourage walking more at work.
Growing Jobs & Supporting California BusinessesCCCEWD
The document summarizes the top 10 business challenges for 2012 according to a Protiviti report, including challenges around customer loyalty, supply chain risks, privacy/security issues, and talent retention. It then discusses how the California Community Colleges Economic and Workforce Development (EWD) program helps businesses and workers address these challenges through specialized industry training. An independent study found that EWD training increases worker wages by $2,000 annually on average and leads companies to hire 1.4 more workers, amounting to a positive return on taxpayer investment in the program.
California Community Colleges Economic & Workforce Development: Annual Report...CCCEWD
California Community Colleges Economic and Workforce Development program (EWD) is a critical initiative of the California Community Colleges--developing and implementing training and curriculum in key strategic industry sectors that create jobs and career pathways.
This document discusses kapwa, a core concept in Filipino psychology according to Virgilio Enriquez. Kapwa refers to a sense of shared identity or togetherness where one does not see others as strangers. It is considered the core value of Filipino culture. There are two categories of kapwa - ibang tao (outsider) and hindi ibang tao (one-of-us). Pakikisama, an important Filipino trait, refers to the ability to get along with others and maintain harmonious relationships through camaraderie and togetherness. It requires sacrificing individual interests for the group.
Share the Love: using social media to engage donorsBloomerang
Did you know that 53% of donors lapse because of poor donor communication? Though social media usage has become pervasive among nonprofits, it is still used primarily for promotion. Those organizations who are utilizing networks like Facebook, Twitter and Instagram to show authentic and personalized appreciation to supporters are reaping the benefits of increased engagement and donor loyalty.
This session will help you discover how to maximize your nonprofit’s social media accounts through thankfulness, instead of promotion. We will examine real-life examples of effective social media usage from organizations large and small, as well as the latest research into what works and what doesn’t.
Learning Outcomes:
Discover time-honored gift acknowledgement techniques that translate perfectly to social media
Learn how to formulate a relevant social content strategy for your organization
Understand data-driven best practices in timing, format and style of social posts across all networks
Totally Excellent Tips for Righteous Local SEOGreg Gifford
Presented at MozCon Local on Tuesday, February 28, 2017. Learn about the latest updates to Local SEO, including the new 2017 Local Search Ranking Factor study results, just released on February 27th. Learn how to be more successful at selling your services and setting client expectations for Local SEO. Then, based off the hot-off-the-presses LSRF 2017 data, learn exactly which signals matter the most for local visibility and how to optimize them. At the end, there's a bonus section on Facebook ads and how you can use them to reach local customers.
Growing great schools: what has the most impact?Ofsted
This document summarizes findings from Ofsted about what has the most impact on growing great schools. According to Ofsted, strong leadership and culture have the greatest impact. Effective school leaders establish a culture of high aspirations where staff and students' voices shape development. Leaders also provide bespoke and continuous professional development to teachers to improve teaching, understand teachers' needs, and target areas needing improvement. Developing future leaders through mentoring, coaching, and leadership programs also builds the capacity needed to sustain school growth. Partnerships between schools and other organizations further support staff development and teacher training.
This document discusses key technology trends and issues according to Accenture's Technology Vision for 2017. Some of the major trends highlighted include the continued rise of artificial intelligence and how it will transform business through new user interfaces and by revolutionizing customer interactions. The report also examines the growth of digital platforms and ecosystems, how they are changing competition and requiring new ecosystem strategies from companies. Finally, the document outlines how technologies are increasingly being designed around human behaviors and enhancing people's lives.
Uma turma de crianças pequenas realizou várias experiências para entender por que o gelo derrete. Eles descobriram que o gelo derrete quando está quente, iluminado ou em movimento, mas permanece sólido no congelador. As crianças celebraram estas descobertas fazendo pinturas com gelo colorido e assistindo ao filme Frozen.
The Next Tsunami AI Blockchain IOT and Our Swarm Evolutionary SingularityDinis Guarda
This document discusses emerging technologies like AI, blockchain, IoT and how they will impact society and business. It notes that we must consider our innate human "swarm intelligence" and evolutionary nature as we develop and integrate new technologies. The document then lists over 30 disruptive technologies based on Gartner and discusses how individuals, businesses and identity will evolve. It suggests that in the future, every individual and business will be a "singularity innovation company" leveraging brand, media, data, AI and financial capabilities. Finally, it raises questions around how to thrive in an increasingly complex technological world driven by randomness, big data and new innovations.
La endocarditis es una enfermedad que se produce como resultado de la inflamación del endocardio, es decir, un proceso inflamatorio localizado en el endocardio. toado de guias españolas y colombianas
Recovery: Job Growth and Education Requirements Through 2020CEW Georgetown
Recovery: Job Growth and Education Requirements Through 2020: Projections of jobs and education requirements through 2020. This report shows where the jobs will be by education level, occupation and industry. Recovery 2020 is an update to our Help Wanted: Projections of Jobs and Education Requirements Through 2018.
- The gig economy as currently defined will not last long term, as tasks like ridesharing and delivery are likely to be automated. However, skilled professionals using platforms like Thumbtack to find clients will persist and proliferate.
- Technology is empowering skilled tradespeople by allowing them to connect directly with customers and run their businesses more efficiently without traditional employers. Skilled professionals are less reliant on college degrees and are building middle-class lifestyles through online skills marketplaces.
- Policymakers should support independent workers through policies that provide safety nets and make it easier for skilled professionals to succeed without full-time employment.
California Community Colleges Economic & Workforce Development: Annual Report...Celina Shands
The California Community Colleges Economic and Workforce Development program (EWD) develops training and curriculum in key industries like advanced manufacturing, health care, and green jobs to create employment opportunities. A survey found that employers face challenges with globalization, adapting education to emerging sectors, and preparing workers economically. During 2008-2009, EWD experienced a reduction in new job placements after years of growth due to business caution during the economic downturn. However, EWD continued providing upskilling and retraining to over 65,000 individuals through strategic partnerships and innovative initiatives, creating or retaining over 10,000 jobs while investing in California's long-term economic growth.
This document discusses how education contributes to economic growth. It explains that investing in education improves a country's human capital by creating a more productive workforce. Workers with more skills and training can produce more goods and services, leading to increased GDP and standards of living. Education is viewed as an investment that yields long term benefits for both workers in the form of higher wages and employers through greater productivity. Overall, a well-educated labor force is a major factor in determining a country's economic strength and competitiveness.
There are billions of dollars available in federal and state hiring and training incentives that many companies fail to claim. Screening candidates and employees for these incentives can improve profits and fund HR investments. Partnering with an incentives company allows automated screening for over 170 programs to maximize credit amounts. Measuring program success and custom reporting ensures high compliance and visibility into returns.
Columbus State Community College provides workforce development strategies to build workforce pipelines for in-demand industries. It focuses on developing career pathways with academic programs aligned to industry needs. It also integrates workforce skills into academic programs and collaborates on industry sector strategies to understand talent needs. For information technology, it piloted certificate programs for business analysts and Java developers to address skills gaps. For insurance, it identified in-demand occupations and developed strategies to close talent shortages through higher education partnerships.
The Connecticut Department of Labor offers Incumbent Worker Training Grants that provide 50% funding for job training programs designed to help workers gain new skills. Eligible training includes programs to improve basic skills, communication, math, science, and technical skills. Businesses in high-growth industries like advanced manufacturing, healthcare, finance, and bioscience qualify. Priority is given to employers committed to career development, workplace safety, and above-average pay and benefits that have not received grants in the past three years. The application process involves minimal paperwork with assistance from a Department of Labor business consultant.
Chris Ferris Retrain Manitoba Presentation - CEA - June 2, 2023.pdfChrisFerris
Abstract: Canadian governments collaborate with partner organizations to implement public policy. This intensified in 2020 with the arrival of the COVID-19 pandemic. We consider the case of Retrain Manitoba, a $12.5 million dollar workforce skills development fund that was part of Manitoba’s Skills, Talent, and Workforce Strategy. Retrain Manitoba was supported by the Province of Manitoba, the Manitoba Chambers of Commerce and administered by Economic Development Winnipeg (EDW). We detail the purpose, implementation, and select aggregate details of its successful outcomes.
The program’s purpose was to help Manitoba organizations affected by the pandemic, by reimbursing companies for micro-credential courses they needed to improve staff skills.
Any Manitoba-based business, not-for-profit, or charity of any size with a valid Manitoba business number in good standing could register for training reimbursement via the Retrain Manitoba portal. The per employee maximum was $2,500, and per organization maximum was $75,000. Applications were accepted on a first-come, first-served basis.
For the reimbursement approval, organizations had to send a valid paid receipt via the Retrain Manitoba portal. Once confirmed, funds were paid out within five business days. Training eligible for reimbursement included courses with a start date as early as April 1, 2021, along with training paid for while the program was active. The program was slated to run from November 8, 2021, until March 31, 2022; or until the funds ran out. This occurred on February 4, 2022.
At least 1,365 organizations were reimbursed for training over 18,000 employees. Eighty-seven per cent of the companies were small businesses (0 to 99 employees).
Track: CLEF (Canadian Labour Economics Forum): Joblessness II / FCET: Chômage II
JEL Codes: I/J, R23, O15
The document provides an overview of career and technical education (CTE) from the US Department of Education. It discusses four core principles for transforming CTE: alignment with labor market needs, collaboration among education and industry partners, accountability for improving student outcomes, and support for innovation. It also highlights Obama administration investments to strengthen CTE programs and their alignment with workforce needs.
Competenz significantly improved its performance in 2010 by increasing qualification completions by 264% compared to 2009. This was achieved through a stronger focus on supporting learners and employers to complete qualifications within duration. Key changes included streamlining qualifications, increasing support for apprentices and trainees, and improving assessment processes. Customer feedback was incorporated into developing a new apprenticeship scheme called Elev8, which aims to further boost completion rates through clearer service provisions and stronger support for learners.
1) With many skilled Baby Boomer workers retiring and further workforce growth coming only from immigration, investing in English language learning (ESOL) classes for immigrant workers is important for a strong economy.
2) Limited English Proficient residents in metro Boston could earn $8,000/year more on average if their English skills improved slightly, boosting the regional economy by over $700 million.
3) Employers are increasingly supporting work-based ESOL programs to retain skilled employees, reduce turnover costs, and ensure better customer service due to improved language skills.
BC Tech Submission to the Economic Recovery Task Force (June 2020)BC Tech Association
This document outlines 11 key policy recommendations from BC Tech to scale up tech companies and increase technology adoption across industries in British Columbia. The recommendations include partnering with the federal government to invest $50 million over 5 years in ScaleUp BC, creating a $1 billion BC Transformation Fund over 10 years, and strengthening DataBC's mandate to leverage public data. It also recommends updating refundable SR&ED and IRAP limits, introducing a superdeduction for tech commercialization costs, and establishing a $50 million procurement fund for BC companies.
Competenz, an industry training organization in New Zealand, had a successful year in 2011 despite challenges in the economic and political environment. Some of Competenz's achievements included implementing a new apprentice management scheme to improve success rates, reviewing training models for food and beverage and manufacturing sectors to better meet industry needs, and initiating projects to modernize its customer relationship management and online learning resources. However, Competenz continues to face issues around low and stagnant government funding not keeping up with rising costs, as well as increased compliance costs from government agencies. Competenz advocated on behalf of industry through submissions to the government's review of industry training, calling for simplification and improved funding to support employers and trainees.
The document discusses the accelerating pace of technology adoption and how automation will impact jobs. It notes that young workers and those with only high school diplomas will be most affected. However, new jobs will also be created. The majority of new jobs in Europe in recent years came from companies less than 5 years old. Fast growing companies led by women are also creating many new jobs. However, many university graduates still lack skills needed by employers. Internships are seen as more important than grades alone. The document proposes partnerships between educators and employers to provide students with meaningful work experiences through programs that connect schools with local businesses.
Blueprint for transforming career and technical education - Federal Policy re...NAFCareerAcads
The document proposes transforming career and technical education (CTE) by reforming the Carl D. Perkins Career and Technical Education Act of 2006. It advocates for an updated act that aligns CTE with college/career standards and employer needs, promotes collaboration between schools and businesses, increases accountability through standardized performance metrics, and supports innovation through competitive funding. The proposed reforms aim to prepare students with 21st century skills for in-demand jobs and strengthen the U.S. economy.
UNITED STATES DEPARTMENT OF LABOR Employment and Training Ad.docxdickonsondorris
UNITED STATES DEPARTMENT OF LABOR
Employment and Training Administration
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ETA Home Apprenticeship>
Apprenticeship?
What is Registered Apprenticeship?
Introduction
The Registered Apprenticeship system has been utilized to meet the needs of America's skilled workforce for over 75 years. It is a unique, flexible training system
that combines job related technical instruction with structured on-the-job learning experiences. Registered Apprenticeship is a leader in preparing American workers
to compete in a global 21st Century economy because the system keeps pace with advancing technologies and innovations in training and human resource
development.
The Registered Apprenticeship system provides the opportunity for workers seeking high-skilled, high- paying jobs and for employers seeking to build a qualified
workforce. In this regard, the Registered Apprenticeship system effectively meets the needs of both employers and workers.
Registered Apprenticeship is highly active in traditional industries such as construction and manufacturing, but it is also instrumental in the training and
development of emerging industries such as healthcare, energy, and homeland security.
It's an Immediate Job
Apprentices start working from day one with incremental wage increases as they become more proficient on the job. Apprenticeships range from one to six years,
but the majority are four years in length. In 2011, more than 130,000 individuals nationwide became apprentices.
It's On-the-Job Learning and Education
The "Earn and Learn" training model of Registered Apprenticeship provides a unique combination of structured learning with on-the-job training from an assigned
mentor. Related instruction, technical training or other certified training is provided by apprenticeship training centers, technical schools, community colleges,
and/or institutions employing distance and computer-based learning approaches. The goal is to provide workers with advanced skillsets that meet the specific needs
of employers.
It's a Credential
Upon completion of a Registered Apprenticeship program, participants receive an industry issued, nationally recognized credential that certifies occupational
proficiency, is portable, and can provide a pathway to the middle class. In many cases, these programs provide apprentices with the opportunity to simultaneously
obtain secondary and post-secondary degrees. In 2011, over 55,000 participants nationwide graduated from a Registered Apprenticeship program.
What are the Advantages of Registered Apprenticeship?
The Registered Apprenticeship system provides a wide array of benefits.
For apprentices, benefits include:
• Improved ...
The document provides an overview of the full structure of Walton, a Bangladeshi conglomerate. It describes the various departments within the organization, including finance, credit, marketing, audit, production, logistics, service, and human resources. It outlines the roles and responsibilities of each department as well as details about Walton's products, vision, history, and competitive strategies.
The document outlines several programs offered by the Connecticut Labor Department to provide funding for workforce training and development. The State Incumbent Worker Training Program provides $700,000 annually in grants covering up to 50% of company training costs to increase employees' basic, communication, math, science, and technical skills, focusing on high-growth industries. The Manufacturing Innovation Fund Incumbent Worker Training Program offers matching funds from $5,000 to $100,000 for companies with 2,000 or fewer employees to develop their workforce. The American Apprenticeship Initiative provides $5 million in training scholarships for registered apprentices and pre-apprentices in healthcare, business, and manufacturing. The Subsidized Employment and Training Program provides
Presentation by Kim Fantaci, Executive Director of Association of Accounting Administartors to AICPA - CPA-SEA Interchange Conference on July 31, 2009 in Orlando, Florida
The document summarizes efforts by the U.S. Department of Labor to expand apprenticeship programs across various industries. Key points include:
1) The Obama administration has invested unprecedented funds to expand apprenticeships, which provide workers skills training and middle-class careers while meeting employer needs.
2) Over 125,000 new apprentices have been added in recent years, with programs now in over 1,000 occupations, including high-growth sectors like healthcare, IT, and advanced manufacturing.
3) National Apprenticeship Week in November celebrates the role of apprenticeships in providing skilled workers and career opportunities.
SELCO India aims to expand its workforce from 510 to 2500 employees over the next few years. It will promote job openings extensively on social media and advertise locally to attract candidates. The selection process will involve screening, tests, interviews, and medical exams. New employees will receive orientation and proper equipment. Training is estimated to cost $50,000 while hiring costs $20,000. SELCO also plans to expand its customer base from 450,000 to 4.5 million by 2025 through new products, locations, and a 47% annual growth rate by leveraging cloud computing and data analytics. Marketing will focus on personal selling, awareness of benefits, and trials to reach existing and new audiences in Karnataka, Bihar and
Similar to Smart Investments for California's Economy (20)
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
A Free 200-Page eBook ~ Brain and Mind Exercise.pptxOH TEIK BIN
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...EduSkills OECD
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptxCapitolTechU
Slides from a Capitol Technology University webinar held June 20, 2024. The webinar featured Dr. Donovan Wright, presenting on the Department of Defense Digital Transformation.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
2. California’s Economic Recovery California must re-employ 1.3 million workers just to get back to pre-recession levels, and create new jobs for all of the new job seekers and laid off workers entering the workforce over the past several years. Employment growth is projected at only 1.6%, with the majority coming in the latter part of 2011. UCLA Anderson Forecast: 2010 Fourth Quarterly Report
3. Businesses Need Support "We are in the middle of a big recession, a lot of companies are struggling with revenues." Carol Bartz, CEOYahoo
4. Economic Stress Employees Must: Employers Must: Possess the right knowledge and skills for various tasks Juggle multiple responsibilities Contribute directly to company’s bottom line Find creative ways to keep talent Do more with less Grow and compete in spite of economic uncertainty
5. EWD - - The Solution The California Community Colleges Economic and Workforce Development program (EWD)investsin the skills of California’s workforce – now and in the future – through highly specialized industry training, technical consulting and business development. The end result is the ability for businesses to better understand the trends and labor market pertaining to their industry, and make informed decisions about how to grow and compete.
6. EWD: The Community College System’s Industry Experts Advanced Manufacturing Advanced Transportation Technology & Energy Biotechnology Business & Entrepreneurship Environmental, Health, Safety & Homeland Security Health Care International Trade New Media & Entertainment Workplace Skills and Education
7. EWD Results…Program Highlights 2000-01 - 2008-09 Californians Served 399,000 Incumbent Workers 497,000 Students 392,000 Businesses 44,200 Job Placements
8. EWD Results….High Taxpayer ROI A recent study conducted by Time Structures, Inc. (TSI) evaluated the taxpayers’ return on investmentfor student and incumbent worker training and for business assistance activities. The analysis shows that worker’s wages increased and that the public is getting a verygood ROI.
9. More Bang for the Buck: Supporting Businesses Results of EWD assistance to businesses created $344.3 million in additional wages to their employees and returned $20 million in government revenues. For every dollarspent by EWD to help businesses, it generated $33.97 in benefits and $1.97 in income and sales tax revenue for 2005-06. *Benefit-Cost Ratios evaluation conducted by Time Structures Inc. 2010.
10. More Bang for the Buck: Skills Training EWD employee/worker training initiatives produced significant benefits for the California economy. The 2003-04 cost of EWD training programs is estimated to be $16.08 million. The increase in labor income as a result of the training is $164.70 million for the three years following program enrollment. Therefore, each dollar spent through EWD in 2003-04 for employee/worker training generated $10.24 in wages during the 2004-06 period. In addition, each state dollar spent in 2003-04 for these EWD programs increased California state and local government revenues by $0.77. *Benefit-Cost Ratios evaluation conducted by Time Structures Inc. 2010.
12. Relevancy Improving educational attainment benefits our state through increased tax revenues and the social and economic mobility that accompanies higher levels of education and workplace skills.
13. Return At a time when every dollar counts, EWD functions as a no cost program to provide taxpayers with a high return-on-investment.
14. Recovery Our programs ensure that all Californians, including our current high rates of displaced workers, have access to education that can retool their skills and prepare them for market demands.
15. Funding the EWD program is a smart investment for California’s economic growth – now and in the future.
16. Need more facts on how your investments are working to create and retain jobs and support California businesses? Go to: www.InvestmentsThatCount.org Sign up for our eNewsletter GROW California at www.CCCEWD.net Contact: Ray York, Dean Economic & Workforce Development ryork@cccco.edu
Editor's Notes
NOTE FROM CATHERINE: Please have the two graphs come up with the slide transition FROM CELINA: WILL FIX ON NEXT ROUND